ASSIGNMENT COVER SHEET
Student: Coleen O’Hara-Vaughn
THIS FORM MUST BE COMPLETELY FILLED IN
Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example:
|O’HaraVaughnCEDU8001-8-8 1 |
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Nursing is one of the oldest professions. However, there is an ever increasing need for nurses with an ever decreasing quantity (Omar, Abdul, & Johari, (2013). Cottingham, DiBartolo, Battistoni, & Brown (2011) report that nursing schools are having a hard time keeping up with the demand. Nursing education is experiencing the same problems with retention. With less nurse educators the schools are unable to meet the needs. A nursing degree may just be the first step for university trained RNs as they may seek other areas upon graduation (Cunich & Whelan, 2010). Morale and engagement suffer when there are not enough nurses to help carry the burden (Tillott, Walsh, & Moxham, 2013). Expanding workloads and additional overtime hours are blamed for nurse’s disengagement (Tillott, Walsh, & Moxham, 2013). Nurses are expected to care for more patients and sicker patients, as well as understand and use more advanced technology (Van den Heede et al. 2013). Research indicates that in 2006 there were eight times more openings in hospitals than there were unemployed nurses (Benson, 2012). According to Cottingham, DiBartolo, Battistoni, & Brown (2011) there is a 22% increase in the need for registered nurses. According to Van den Heede et al. (2013) the work force is getting older. The ethics and values of the upcoming workers is not the same as those that came before them (Wieck, Dols, & Landrum 2010). Nurses work long hours with poor benefits packages under enormous amounts of stress. Determining why nurses stay may help determine better why they leave (Halfer, 2011). Some key reasons nurses change jobs/professions are: no appreciation, not valued, no professional motivation, salary, stress, long hours, physical disability, and patients with overwhelming needs (Cottingham, DiBartolo, Battistoni, & Brown 2011). Employees who are empowered feel more of an obligation to their employers, improved job fulfillment, and enhanced yield (Brunetto et al., 2012). According to Forest and Kleiner (2011) “By empowering one’s nurses to complete specific tasks and allowing them the freedom to creatively problem solve, they will attain a sense of meaning in their work; and at the same time it will foster their loyalty to the organization.” Things like mentoring and professional
opportunities for advancing education as well as pay are important aspects to nurse retention (Halfer, 2011). Job satisfaction is directly linked to the nurse’s plan to leave current employment (Omar, Abdul, & Johari, (2013). According to Furtado, Batista, & Silva (2011) Versatility in leadership styles is another key factor in retention. A “transformational style” where leadership allows the nurses to feel like they are more a part of the team especially where decisions that affect them directly are concerned is a more recent change in leadership style (Forest &...